1. A Partner in Sherri Petro Cross Generational Communication in The Workplace 2008

2. 2 The Objectives ♦ Define the generational mix ♦ Discuss the consequences of four generations in the workplace ♦ Share best practices to decrease generational conflict and create better communication

3. 3 The Generation Mix In 2008 ♦ Traditionalists – Born 1925-45 – 63-83 years ♦ Baby Boomers – Born 1946-64 – 44-62 years ♦ Generation X – Born 1965-80 – 28-43 years ♦ Generation Y – Born 1981-? – 18-27 years

4. 4 Current National Landscape

5. 5 Clarifying Question

6. 6 How Workshop Participants Have Answered This ♦ Sherri to fill in....

7. 7 We Have Different.... ♦ Beliefs ♦ Motivators ♦ Ways of expressing ourselves ♦ Power distributions ♦ Time sensitivities ♦ Action-orientations ♦ Comfort levels with people, processes and technology ♦ Need for space, communication and direction

8. 8 Traditionalists Work Style ♦ Respect for authority ♦ Loyal ♦ Command and control ♦ Can be tough for them to use their own judgment ♦ Why customize? ♦ Believe in the value of work more than finding personal meaning ♦ Separation of work and home ♦ Acknowledged for what they know as well as what they do

9. 9 Baby Boomers Work Style ♦ All about respect ♦ Self-improvement ♦ Strong work ethic ♦ Desire flexibility ♦ Optimistic and idealistic ♦ Struggle with work/life balance ♦ Into symbols of recognition as rewards

10. 10 Generation X Work Style ♦ Stay in a job for 3.5 years, 2 years in high tech ♦ Money-motivated ♦ Like to solve their own problems ♦ Multi-taskers ♦ Fiercely independent ♦ Direct communicators versus reading in between the lines ♦ Job movement ♦ Want to be valued immediately for their skills ♦ Informal ♦ Results-oriented ♦ Quick study ♦ Sound byte processing ♦ Work solo and yet on teams ♦ Need for external recognition as reward

11. 11 Generation Y Work Style ♦ Digital natives ♦ Menu-driven thinking ♦ Work on their own terms ♦ Think globally ♦ Have positive expectations ♦ Want customization ♦ Desire interactivity ♦ Express to express -- not impress ♦ Looking for an experience ♦ Multi-taskers ♦ Desire mutual respect ♦ Ready for collaboration ♦ Are looking for a cause ♦ Want to make a difference ♦ Celebrate diversity ♦ Acknowledgement for being here ♦ Relational ♦ Missing the financial dot connection

12. 12 What Else Is Important? ♦ Traditionalists –Commitment –Conformity –Security –Discipline ♦ Boomers –Balance –Spirituality –Relationships –Legacy ♦ X –Global issues –Freedom –Money –Education ♦ Y –Family –Religion –Generosity –Technology

13. 13 Solutions

14. 14 The Real Issue – Differences In ♦ Assumptions ♦ Expectations ♦ Priorities ♦ Approach to communication ♦ Approach to work

15. 15 Communication Solutions ♦ CLARIFY Assumptions ♦ MANAGE Expectations ♦ SET AND COMMUNICATE Priorities ♦ EXPLAIN your approach to communication ♦ MODEL your approach to work

16. 16 Solutions: Tapping In ♦ Understand first where you are ♦ Understand where other generations are coming from ♦ Appreciate the differences ♦ Be open to new perspectives ♦ Strive to be flexible ♦ Accept and respect

17. 17 Start with Similarities* ♦ We receive great reward –For the work we do –From the people we work with –And believe that we are contributing to society and our current jobs ♦ We receive great satisfaction from our accomplishments at work CCL Emerging Leaders Research by Ross DePinto, 2003

18. 18 Generational Similarities* ♦ Harmony is preferred ♦ We want to be on the same wavelength ♦ We all need clear communication ♦ People do not like to operate out of fear ♦ Everyone likes to have fun * Eric Chester, Generation Why?

19. 19 Solutions ♦ Communication –Have both informal and scheduled times to brainstorm, update, coach –Commit to dialogue vs debate –Commit to the concept of enlargement –Create guidelines for resolving conflict in a healthy way –Honor energy, intuition and instincts –Acknowledge effort

20. 20 Solutions ♦ Leverage Technology –Think wiki (open systems) –Internal blog –Virtual assessment techniques –SharePoint –CEO MySpace?

21. 21 Solutions ♦ Culture –Define rules of engagement –Cultivate enthusiasm and commitment to the mission –Conduct a temperature check survey on being valued, trusted and respected –Commit to explaining the “why?” –Walk your talk –Leverage a coaching philosophy: people are whole, resourceful and creative –Balance teams with different generations –Capitalize on generational diversity for more than HR issues

22. 22 Solutions ♦ Leadership –Employ a student and teacher mindset –Deconstruct by starting from your strengths Use appreciative inquiry State the obvious –Delegate well Define the objective Agree that getting to the objective is the most important and not necessarily HOW – unless unethical –Customize leadership opportunities for those with potential –Encourage critical thinking skills –Think beyond standard leadership training to nonprofit service and equines, etc

23. 23 The Objectives ♦ Define the generational mix ♦ Discuss the consequences of four generations in the workplace ♦ Share best practices to decrease generational conflict and create better communication

24. 24

25. 25 Thank You! Sherri Petro VPI Strategies, a Partner in sherri@vpistrategies.com www.vpistrategies.com www.sherripetro.com 858-583-3097